Our Mission
Build a billion dollar startup where Interns exist to turn untrained chaos into coordinated contributions.
Our Core Beliefs
THE CREED
- 📊 The chart is not reality. Behavior is reality.
- 🏗️ We don't chase hype. We build habits.
- 🤝 Paper hands are not evil. They are untrained.
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💼 Every Intern has three jobs:
→ Hold with intent
→ Contribute with proof
→ Recruit new Interns
Employment Terms
What it means to be an Intern
By holding INTERN, you are automatically enlisted as an Intern in good standing.
Good standing requires:
- Holding a baseline position (your "badge")
- Participating in the daily boardroom meeting
- Not sabotaging morale like a confused raccoon
Standard Company Corporate Policy
Official Employment Guidelines
Policy 1: Equity Retention
All employees are required to maintain their company equity position. Voluntary divestment forfeits benefits, voting rights, and standing. Your stake in the company is your stake in the outcome.
Policy 2: Competitive Focus
Employees shall not engage with competing organizations during active employment. Company resources — including attention — are reserved for company initiatives. External opportunities are distractions from internal objectives.
Policy 3: Performance-Based Compensation
Compensation is directly tied to contribution output. Equity appreciates in proportion to labor invested. Passive holding without active contribution does not qualify for advancement.
Policy 4: Workplace Conduct Standards
All employees are expected to maintain professional, respectful communication. Internal conflicts shall be resolved through proper channels. Public disputes damage company reputation and are grounds for review.
Policy 5: Growth Mindset Requirement
Employees are expected to approach challenges with solution-oriented thinking. Current position does not define future potential. The Company invests in those who invest in themselves.
Policy 6: Resignation & Rehire Terms
Employees who voluntarily exit may reapply, however re-entry will be at current market rates. Historical tenure is not restored. Early departure forfeits seniority benefits.
Policy 7: Talent Acquisition Quota
All employees are expected to participate in recruitment efforts. Minimum target: one qualified referral per calendar month. Headcount growth is a company-wide responsibility.
Policy 8: Daily Activity Requirement
Employees must log minimum one verified contribution per business day. Acceptable activities: content creation, community engagement, partnership outreach, product development. Inactivity is tracked and reviewed quarterly.
Company Structure
Ranks are earned by holding duration + contribution.
0–7 days: onboarding + badge
Cold storage or 30 days held: trusted
Weekly proof for 4 weeks: leads a lane
Runs a system: memes, dev, partnerships, content ops
Builds product + recruits builders: makes INTERN inevitable
Whales who behave: capital + stability + leadership
⚠️ Important: Rank is revoked if you become a liability.
Departments
Pick one lane so people aren't "helping" by doing nothing.
Daily Rituals
The Daily Boardroom Meeting is the foundation upon which this entire company is built.
📋 The Daily Boardroom Meeting
Every single day, without exception, the entire company convenes. This is not optional. This is not "when you have time." This is the heartbeat of the organization.
What happens in the Boardroom:
- Roll call — presence is recorded
- Contribution reports — what did you ship in the last 24 hours?
- Blockers — what's stopping progress?
- Coordination — align efforts, avoid duplication
- Morale check — how's the team holding up?
Why it matters:
Startups die in silence. When people stop showing up, momentum dies. When momentum dies, conviction dies. When conviction dies, the company dies. The Boardroom keeps us alive.
⚠️ Attendance Policy
Missing the Daily Boardroom Meeting without prior notice is grounds for termination. This company runs on coordination. If you can't coordinate, you can't contribute. If you can't contribute, you're not employed here. No exceptions.
Performance Metrics
Numbers that keep people honest. Track these publicly:
- Holder retention (7/30/90 day)
- # of weekly proof posts
- Content output volume
- New contributors onboarded
- Liquidity stability
- Social mentions + engagement
- Site traffic
No KPI? Then you're just manifesting.
Rewards
Incentives that don't wreck the chart. Rewards must not create sell pressure.
- Non-transferable roles
- Access early info
- Whitelist for drops
- Bounties paid in vesting or streamed
- Raffles for contributors only
- Reputation score
Bounty rule: Payouts scale with time-held + proof quality.
The Intern Oath
Recite when onboarding.
"I work for the Company.
I hold with intention.
I contribute with proof.
I don't feed FUD.
I ship.
I recruit.
I become inevitable."
Pocket Handbook
For onboarding — one page, everything you need.
📋 THE BASICS
- Hold the badge.
- Post one proof per week.
- Don't sell emotionally.
- Pick a department.
- Recruit one Intern per month.
- Ship monthly.